Computer-Based Interventions for Sexual Health: A Systematic Review by Julia V Bailey

Julia V Bailey (University College London) sees huge potential for cheap viagra promotion via computer-based technology for its advantages of convenience, interactivity, and multi-media features. She presented the results of a systematic review of interactive computer-based interventions for the promotion of sexual cheap cialis. The examination of electronic databases, grey literature, trial registers, and reference lists of published studies yielded 11.000 citations from 1987 to 2007 which include 15 randomized controlled trials. The focus of interventions includes the prevention of sexually transmitted diseases, such as HIV, unwanted pregnancy, responsible sexual behaviour, and preventing sexual assault. The examples of the interactive functions of the interventions are feedback on personality traits, motivation, and behavioural skills and feedback on virtual decisions. Some interventions have multimedia features, such as games, stories, virtual characters, animations, music and cartoons.

The study examined two research questions: whether or not interactive computer-based interventions are effective and whether or not interactive computer-based interventions are as effective as face-to-face interventions, such as lecture in classroom. With regard to the first question, meta-analyses indicate a moderate effect on sexual health knowledge, a small effect on self-efficacy and safer-sex intentions, no significant effect on sexual behaviours and insufficient data for analysis of biological or economic outcomes. With respect to the second question, meta-analysis shows a small effect on sexual health knowledge. There is insufficient data for analyses of self efficacy, intention, behaviour, biological or economic outcomes.

Bailey concludes that interactive computer-based interventions are feasible. They are, in particular, effective in gaining knowledge about sexual health. Future studies should take a holistic view on sexual health which takes into consideration various aspects of sexuality, such as emotional, mental, social well-being. One of the attendees of this presentation asked for the actual examples of such approach, and Bailey responded by mentioning the examples of discussing relationship satisfaction in general or what it means by “good sex.”

Is HIV/AIDS a terminal illness?

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Is HIV/AIDS a terminal illness?

This is a very good question and would have been a lot easier to answer in the late 1980s and early 90s. Before I answer, let me first define “terminal illness”. There are many definitions for a terminal illness, but the most accepted definition is an illness that is incurable and will result in death in a certain time period. This definition is commonly used by hospice agencies and helps to determine the patient’s eligibility for services. In the case of an HIV infected person in the 80s and 90s, treatment options where limited and many died from complications of AIDS. Since the introduction of Highly Active Antiretroviral Therapy (HAART), which is the use of multiple medications to treat HIV/AIDS, this disease has evolved from a terminal illness to a chronic illness and individuals are living longer lives.

With that being said, HIV/AIDS is a terminal illness if one does not have access to care and/or is non compliant with his or her medical therapy. HIV/AIDS patients who do receive adequate treatment and have access to care can live a normal lifespan. (c) 2007 Rani Whitfield. This article was published July 2007 at http://aolblackvoices.com

Toxic behaviour

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A commentator drew attention to an article in the Globe and Mail about toxic employees, and speculated that this was what our President was referring to in her Town Hall address when she acknowledged the existence of some malcontents on campus. However, when I read the description of suspect behaviour in the article, it reminded me more of the behaviour of the employer rather than the employee:

Overt [toxic] behaviour can involve verbal harassment, demeaning public criticism, arbitrary changing of rules, goals and reassignments, insults, unfair treatment, manipulative behaviour, lying, cheating, cutting corners or social undermining and backstabbing.

The article goes on to say:

To suss out a toxic employee [employer?], you have to create opportunities for staff to let you know what’s going on and, more importantly, you have to listen. That could be as simple as asking questions and paying attention to how staff are treating each other, Mr. Balhazard [director of HR excellence at the Human Resources Professionals Association in Toronto] says, or setting up an online survey, where staff could feel more comfortable expressing their concerns.

Or perhaps a blog? Is the BoG listening?